Factors affecting the effectiveness and acceptance of electronic selection systems

Stone, Dianna L.; Lukaszewski, Kimberly M.; Stone‐Romero, Eugene F.; Johnson, T.L.

doi:10.1016/j.hrmr.2012.06.006

Cited by 69 publications

(53 citation statements)

References 67 publications

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“…Although it is heartening to see the growing interest in HRIS and the associated special issues, many of the research studies included in these special issues were case studies of implementations or discussions of field trends. A notable exception to this, and a study that represents an important research milestone in HRIS, is Stone, Lukaszewski, Stone-Romero, and Johnson's (2013) paper. In this study, the authors systematically review the literature on e-selection and develop a set of hypotheses and a research agenda for moving research on e-selection forward.…”

Section: Hris Special Issuesmentioning

confidence: 99%

The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes

Johnson¹,

Lukaszewski²,

Stone³

2016

CAIS

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Abstract:In this paper, we review the professional and academic development of the human resource information systems (HRIS) field to assess its progress and suggest ways for moving research forward. To do so, we examine the interplay between the evolution of technology and the HR field through four key eras of technology: 1) mainframe, 2) client server, 3) ERP and Web-based systems, and 4) cloud-based systems. In each era, we discuss how HR practices and requirements drove the need for the use of these systems and how these systems allowed the HR field to evolve. In addition, we trace the HRIS subfield and its relation to the technological evolutions occurring in the HR field. Somewhat surprisingly, we found that much of the research on the use of technology to support HR has occurred only in the last 15-20 years as a response to the use of the Web as a medium for delivering HRIS. We conclude by discussing how scholars from the information systems and human resources fields can come together to help advance HRIS.

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Section: Hris Special Issuesmentioning

confidence: 99%

The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes

Johnson¹,

Lukaszewski²,

Stone³

2016

CAIS

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“…The findings have not been in consistence with results of previous studies. Studies of researchers such as Bissola and Imperatori (2014); Stone et al (2013) and Imanipour et al (2012) have found in their studies that E-employment of human resources can have positive effect on organizational agility. It seems that E-employment can affect organizational agility, when the organization employs people with high emotional intelligence and good in skills such as negotiation, leadership and critical thoughts.…”

Section: Conclusion and Suggestionsmentioning

confidence: 99%

“…Obtained results indicated significant relationship between the variables. Stone et al (2013) have conducted a study to investigate effective factors in effectiveness and acceptance of electronic employment and selection systems. In fact, the study has found that currently, using amount of e-employment systems is being increased in the organizations.…”

Section: Selectionmentioning

confidence: 99%

Assessing the Impact of Electronic Human Resource Management on Creation of Organizational Agility: A Study in the Bushehr Banks, Iran

Hamidianpour¹,

Esmaeilpour²,

Firoozi³

2016

ASS

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Agility is a series of capabilities and competencies, which can cause survival and growth of the organization in business environment. One of the approaches that help organizations to enhance agility is electronic human resource management (E-HRM) approach. The main objective of the present study is finding an answer for this issue that how one can use E-HRM approach to develop organizational agility. In this study that has been conducted using survey method, after review of foreign and domestic research literature and construction of conceptual model, a questionnaire would be provided and distributed among employees of bank branches of Bushehr City in Iran and finally, collected data from 315 questionnaires would be analyzed using structural equation modeling method. Obtained results from the study confirm the presented conceptual model and indicate that using electronic learning of human resources, electronic payment of human resources, human resources maintenance and electronic performance appraisal of human resources and also electronic human resource management (E-HRM) can affect organizational agility significantly in confidence level of 99%. In addition, effect of variables of Electronic employment of human resources and human resource communications on organizational agility has not been confirmed.Keywords: electronic human resource management (E-HRM), e-learning of human resources, e-payment of human resources, e-performance appraisal of human resource, organizational agility

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“…The results suggest that that there are differences in the effectiveness of computerized and PP cognitive ability tests, personality inventories, and situational judgment tests (Stone et al, 2013). Stone et al also argue that one reason for these differences is that applicants must contend with both the task of using the computer and the selection task simultaneously.…”

Section: E-selectionmentioning

confidence: 99%

“…E-selection systems gather job applicants' knowledge, skills, and abilities (KSAs) using various forms of tests (e.g., application blanks, personality inventories, cognitive ability tests, and interviews), and they help organizations select the most qualified person for a job (Stone, Lukaszewski, Stone-Romero, & Johnson, 2013). With the increasing use of technology, applications need to be able to use the computer or Internet to complete cognitive ability tests, personality inventories, biodata form, and to participate in electronic interviews (Kehoe, Dickter, Russell, & Sacco, 2005;Stone et al, 2013). In addition, the technology should not lead to differential inferences about applicants based on technology skill or comfort that are unrelated to the selection task.…”

Section: E-selectionmentioning

confidence: 99%

Game-inspired Pedagogical Conversational Agents: A Systematic Literature Review

Johnson¹,

Lukaszewski²,

Stone³

2023

THCI

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Abstract:Technology has had a dramatic impact on the practice of human resources, and its impact is rapidly increasing. Even so, little research has examined how to apply information systems and human-computer interaction principles to designing human resource information systems. In this paper, we focus more closely on the role that the interface between the computer and human play in the success of electronic human resource management. Specifically, we a) briefly review the individual requirements of several eHRM functions (e.g., e-recruiting, e-selection, e-learning, ecompensation/benefits), b) consider how an understanding of human computer interaction can facilitate the success of these systems, c) reviews research on technical issues associated with eHRM, and d) highlight how applying HCI principles can increase their effectiveness. In addition, we introduce the remaining seven papers in the special issue.

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Factors affecting the effectiveness and acceptance of electronic selection systems

Cited by 69 publications

References 67 publications

The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes

The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes

Assessing the Impact of Electronic Human Resource Management on Creation of Organizational Agility: A Study in the Bushehr Banks, Iran

Game-inspired Pedagogical Conversational Agents: A Systematic Literature Review

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